Well put SAK.
We see, however, that most HR pros talk about interventions on employee satisfaction without addressing the costs adequately. This causes a disconnect between the HR and the management. I was once providing a development service and this HR pro was a PhD. However, he became extremely uncomfortable when we started speaking of intervention pay-offs and impact analysis (paybacks or returns, etc.). I feel if you restrict it to the 'conventional HR domain', the function becomes platonic...
Yet, drawing the balance is not always easy. I am looking for responses where people have integrated these in their decisions. Some examples would work well on this thread.
Reg,
From United States, Daphne
50We see, however, that most HR pros talk about interventions on employee satisfaction without addressing the costs adequately. This causes a disconnect between the HR and the management. I was once providing a development service and this HR pro was a PhD. However, he became extremely uncomfortable when we started speaking of intervention pay-offs and impact analysis (paybacks or returns, etc.). I feel if you restrict it to the 'conventional HR domain', the function becomes platonic...
Yet, drawing the balance is not always easy. I am looking for responses where people have integrated these in their decisions. Some examples would work well on this thread.
Reg,
From United States, Daphne
Dear Mr. Gurjar,
I am sharing my practical experiences and it can be verified any point of time. During my service period with KHAJA EDUCATION SOCIETY, GULBARGA, as SECRETARY GENERAL, third in the HIERARCHY(after VICE-PRESIDENT), i had taken many decisions and they are recorded in the history of KES, as none dare to succeed in taking such bold decisions. I am not boasting myself.
I was the one who had stopped INCREMENTS to various employees(FACULTY), that too DOCTOR's & ENGINEERS who were working for NAME SAKE without understanding the purpose of their employment. Even the OWNERS, didn't even consider in looking into various factors that could help their educational institutions prosper. Prior to my joining, there was NO STUDENT'S PERFORMANCE/RESULT ANALYSIS - SUBJECT WISE / SEMESTER WISE, that could help them to study FACULTY PERFORMANCE associating it with INSTITUTIONAL PERFORMANCE STANDARDS. Even, there was no CONSTRUCTIVE FEEDBACK SYSTEM to evaluate STUDENT - FACULTY RELATIONSHIPS.
Many were against me and opposed my OPERUS MORANDI, including PRESIDENT because, he was worried only that, STAFF WILL RESIGN but, he was never ever considered "AS HOW I CAN TAKE MY EDUCATIONAL INSTITUTIONS TO THE PINNACLE OF GLORY" "HOW I CAN COMPETE WITH MARKET REQUIREMENTS & OTHER UPCOMING INSTITUTIONS" "WHAT BEST I CAN DO IN FAVOUR OF MY EDUCATIONAL INSTITUTIONS" "HOW TO ENHANCE STANDARDS OF MY INSTITUTIONS THAT COULD PROMOTE THEM @ NATIONAL LEVEL".
Now, if you consider the COST FACTORS, KES remuneration was best in that region supporting EMPLOYEE SATISFACTION but it was NOT TARGET DRIVEN nor PERFORMANCE resulting HUGE LOSS TO ORGANISATION, DECLINE IN STUDENT PERFORMANCE and LOT MORE. KES, didn't achieve its TARGETS because THEY DIDN'T FOCUS ON GIVE & TAKE POLICY nor PRACTICAL PERFORMANCE APPRAISAL SYSTEM was in practice.
When there is "NO MANAGEMENT SUPPORT", whatever GOOD we employees want to do, neither we will allowed to do nor we will be asked to do. I prefer WESTERNER'S APPROACH. If i SUCCEED in delivering my responsibilities while ACHIEVING MY TARGETS, i should be paid THE BEST else REMUNERATION should be PROPORTIONAL to whatever extent i had succeeded. I consider this approach as the best.
In this world, there is NO VALUE FOR HONESTY / SINCERITY / LOYALTY and lot more. If we support BAD, then we are GOOD GUYS.
I WONDER WHETHER ORGANISATIONS ARE JUST TRYING TO SURVIVE OR EXCEL/SUCCEED IN THEIR MISSION. Very soon i shall posting new thread on similar TOPIC.
If you have any queries, please feel free to revert.
With profound regards
From India, Chennai
I am sharing my practical experiences and it can be verified any point of time. During my service period with KHAJA EDUCATION SOCIETY, GULBARGA, as SECRETARY GENERAL, third in the HIERARCHY(after VICE-PRESIDENT), i had taken many decisions and they are recorded in the history of KES, as none dare to succeed in taking such bold decisions. I am not boasting myself.
I was the one who had stopped INCREMENTS to various employees(FACULTY), that too DOCTOR's & ENGINEERS who were working for NAME SAKE without understanding the purpose of their employment. Even the OWNERS, didn't even consider in looking into various factors that could help their educational institutions prosper. Prior to my joining, there was NO STUDENT'S PERFORMANCE/RESULT ANALYSIS - SUBJECT WISE / SEMESTER WISE, that could help them to study FACULTY PERFORMANCE associating it with INSTITUTIONAL PERFORMANCE STANDARDS. Even, there was no CONSTRUCTIVE FEEDBACK SYSTEM to evaluate STUDENT - FACULTY RELATIONSHIPS.
Many were against me and opposed my OPERUS MORANDI, including PRESIDENT because, he was worried only that, STAFF WILL RESIGN but, he was never ever considered "AS HOW I CAN TAKE MY EDUCATIONAL INSTITUTIONS TO THE PINNACLE OF GLORY" "HOW I CAN COMPETE WITH MARKET REQUIREMENTS & OTHER UPCOMING INSTITUTIONS" "WHAT BEST I CAN DO IN FAVOUR OF MY EDUCATIONAL INSTITUTIONS" "HOW TO ENHANCE STANDARDS OF MY INSTITUTIONS THAT COULD PROMOTE THEM @ NATIONAL LEVEL".
Now, if you consider the COST FACTORS, KES remuneration was best in that region supporting EMPLOYEE SATISFACTION but it was NOT TARGET DRIVEN nor PERFORMANCE resulting HUGE LOSS TO ORGANISATION, DECLINE IN STUDENT PERFORMANCE and LOT MORE. KES, didn't achieve its TARGETS because THEY DIDN'T FOCUS ON GIVE & TAKE POLICY nor PRACTICAL PERFORMANCE APPRAISAL SYSTEM was in practice.
When there is "NO MANAGEMENT SUPPORT", whatever GOOD we employees want to do, neither we will allowed to do nor we will be asked to do. I prefer WESTERNER'S APPROACH. If i SUCCEED in delivering my responsibilities while ACHIEVING MY TARGETS, i should be paid THE BEST else REMUNERATION should be PROPORTIONAL to whatever extent i had succeeded. I consider this approach as the best.
In this world, there is NO VALUE FOR HONESTY / SINCERITY / LOYALTY and lot more. If we support BAD, then we are GOOD GUYS.
I WONDER WHETHER ORGANISATIONS ARE JUST TRYING TO SURVIVE OR EXCEL/SUCCEED IN THEIR MISSION. Very soon i shall posting new thread on similar TOPIC.
If you have any queries, please feel free to revert.
With profound regards
From India, Chennai
Definitely keeping employee morale up , by periodic recognitions, keeping them engaged, challenging employees and involving them in the business process will keep the employees satisfied.
If an organization is always striving to achieve the above because you cannot pinpoint o one practice as being universal for all organizations, we need to understand what parameters of satisfaction you want to achieve for your employees . If the management and the employee are on the same page, the organization will definitely benefit and costs will be taken care or cost will not be the pain point for the HR . Satisfied employee is what the HR goal should be .
From India, Madras
If an organization is always striving to achieve the above because you cannot pinpoint o one practice as being universal for all organizations, we need to understand what parameters of satisfaction you want to achieve for your employees . If the management and the employee are on the same page, the organization will definitely benefit and costs will be taken care or cost will not be the pain point for the HR . Satisfied employee is what the HR goal should be .
From India, Madras
Take care of your employees, your employees will take care of your organization should be the motto of every HR. Regards GG
From India, Madras
From India, Madras
Hi,
Greetings,
This is sudhir i want to discuss about the HR profession because here employee satisfaction is very important and at the same time we have to recruit the candidate for less CTC and there should be qualified person and HR is to manage , control , and monitor in a right direction and we have find out the needs for the organisation as well as employees grievence to be handle as per they need.
Regards,
Sudhir Kumar
sudhirkumar.hr@gmail
From India, Visakhapatnam
Greetings,
This is sudhir i want to discuss about the HR profession because here employee satisfaction is very important and at the same time we have to recruit the candidate for less CTC and there should be qualified person and HR is to manage , control , and monitor in a right direction and we have find out the needs for the organisation as well as employees grievence to be handle as per they need.
Regards,
Sudhir Kumar
sudhirkumar.hr@gmail
From India, Visakhapatnam
Disciplined Employee welfare will give the organisation a highly effective productivity. HR has to takecare of Employee welfare, like providing Tea, Snacks in specified time. The employee should not leave the duty spot before the Tea Time and they should not stay even after tea time. Like that even the HR can provide the Tea in their workspot, so that the employee need not leave the work place for tea or snacks.
The HR can identify the time wasting sources and avoid their employees to spend time on it.
Like that the HR can manage both Employee satisfaction as well as cost efficiency by curtailing the time killing Tea/Snacks time and smoking / chewing tobacco can be restricted inside the office/factory/worksite premises.
From India, Kumbakonam
The HR can identify the time wasting sources and avoid their employees to spend time on it.
Like that the HR can manage both Employee satisfaction as well as cost efficiency by curtailing the time killing Tea/Snacks time and smoking / chewing tobacco can be restricted inside the office/factory/worksite premises.
From India, Kumbakonam
Absolutely employee satisfaction is very important. At the time of recruitment itself we have to recruit people with good attitude & if the attitude is good, definitley you can train them & you can get better productivity from them. If you provide conducive atmosphere for these people, surely you can get optimum results from the employees, then automatically you can control the HR cost with the existing staff.
R.DHAMODHARA KANNAN
From India, Tiruchchirappalli
R.DHAMODHARA KANNAN
From India, Tiruchchirappalli
Ask the 500 fortune companies how do they manage their employees then you would get the answer. Cost & employees are complimentary to each other. Management will not sacrifice any of them for the sake of the other. It needs lot of prudent decision to debate on such topic. HR is the mid nurse in this scenario.
KK
From Switzerland, Kirchberg
KK
From Switzerland, Kirchberg
Interesting perspectives...
Thanks SAK... So, your real life example was tilting towards the costs rather than the satisfaction :-)
Boss, we are talking of a decision where both were 'opposing factors'.
KK, I agree with you... But I feel that is one of the reasons why HR stays the mid-nurse... Somehow, costs are discounted heavily (in the analysis) when the HR is talking about interventions meant to improve employee satisfaction.
RDK, what exactly is your position? I guess it is employee satisfaction
Sudhir, I am not able to fully relate with what you said...
Kalpana and GG, we are speaking of a situation where both are opposinig factors... So, please bear that in mind and clarify your position with a good example. That will help us understand the context better.
Reg,
Nikhil
From United States, Daphne
Thanks SAK... So, your real life example was tilting towards the costs rather than the satisfaction :-)
Boss, we are talking of a decision where both were 'opposing factors'.
KK, I agree with you... But I feel that is one of the reasons why HR stays the mid-nurse... Somehow, costs are discounted heavily (in the analysis) when the HR is talking about interventions meant to improve employee satisfaction.
RDK, what exactly is your position? I guess it is employee satisfaction
Sudhir, I am not able to fully relate with what you said...
Kalpana and GG, we are speaking of a situation where both are opposinig factors... So, please bear that in mind and clarify your position with a good example. That will help us understand the context better.
Reg,
Nikhil
From United States, Daphne
Dear Mr. Gurjar
I don't think so or remember even a single FORTUNE 500 COMPANY/organisation who is just concerned about or had given TOP MOST PRIORITY to EMPLOYEE SATISFACTION without correlating it with COST FACTORS. Hence, they are not OPPOSING FACTORS but has to go HAND-IN-HAND.
At times, the scenario in PUBLIC LIMITED COMPANIES or GOVT ORGANISATIONS may/will definitely differ because NONE is WORRIED ABOUT THE DIVIDENDS except EMPLOYEE SATISFACTION(here employee satisfaction is, blessing him with everything without even considering his performance). If you wish, you can find out more. You will find my analysis 100% GENUINE.
Also to save TAX, there are numerous ways, organisations had adopted, just to prove that they are rewarding their employees as if EMPLOYEE SATISFACTION is on TOP OF THEIR LIST.
I conclude by saying that COST-Vs-EMPLOYEE SATISFACTION is EMPLOYEE PRODUCTIVITY & ORGANISATION GROWTH FACTORS but not OPPOSING FACTORS.
I recommend you to do self analysis rather just asking individuals, which will never help you to conclude concretely. You will finite answers for all your queries.
With profound regards
From India, Chennai
I don't think so or remember even a single FORTUNE 500 COMPANY/organisation who is just concerned about or had given TOP MOST PRIORITY to EMPLOYEE SATISFACTION without correlating it with COST FACTORS. Hence, they are not OPPOSING FACTORS but has to go HAND-IN-HAND.
At times, the scenario in PUBLIC LIMITED COMPANIES or GOVT ORGANISATIONS may/will definitely differ because NONE is WORRIED ABOUT THE DIVIDENDS except EMPLOYEE SATISFACTION(here employee satisfaction is, blessing him with everything without even considering his performance). If you wish, you can find out more. You will find my analysis 100% GENUINE.
Also to save TAX, there are numerous ways, organisations had adopted, just to prove that they are rewarding their employees as if EMPLOYEE SATISFACTION is on TOP OF THEIR LIST.
I conclude by saying that COST-Vs-EMPLOYEE SATISFACTION is EMPLOYEE PRODUCTIVITY & ORGANISATION GROWTH FACTORS but not OPPOSING FACTORS.
I recommend you to do self analysis rather just asking individuals, which will never help you to conclude concretely. You will finite answers for all your queries.
With profound regards
From India, Chennai
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